Faking and selection: Considering the use of personality from select-in and select-out perspectives

Journal of Applied Psychology

Volumn 88, Issue 2, 2003, Pages 348-355

  Mueller Hanson, Rose ^a,b,c   Heggestad, Eric D ^a   Thornton III, George C ^a  

^a Department of Environmental and Radiological Health Sciences   (United States)

^b Pers Decisions Research Institutes   (United States)

^c PDRI   (United States)

Author keywords

[No Author keywords available]

Indexed keywords

ACHIEVEMENT; ADOLESCENT; ADULT; ARTICLE; CLINICAL TRIAL; CONTROLLED CLINICAL TRIAL; CONTROLLED STUDY; DECISION MAKING; FEMALE; HUMAN; MALE; MOTIVATION; PERSONALITY; PERSONALITY TEST; RANDOMIZATION;

ACHIEVEMENT; ADOLESCENT; ADULT; CHOICE BEHAVIOR; FEMALE; HUMANS; MALE; MOTIVATION; PERSONALITY; PERSONALITY INVENTORY; RANDOM ALLOCATION;

EID: 0037398832     PISSN: 00219010     EISSN: None     Source Type: Journal    
DOI: 10.1037/0021-9010.88.2.348     Document Type: Article

References (39)

1. Andersen, C. D., Warner, J. L., & Spencer, C. C. (1984). Inflation bias in self-assessment examinations: Implications for valid employee selection. Journal of Applied Psychology, 69, 574-580.
2. Barrick, M. R., & Mount, M. K. (1991). The Big Five personality dimensions and job performance. Personnel Psychology, 44, 1-26.
3. Barrick, M. R., & Mount, M. K. (1996). Effects of impression management and self-deception on the predictive validity of personality constructs. Journal of Applied Psychology, 83, 261-272.
4. Campbell, J. P., McCloy, R. A., Oppler, S. H., & Sager, C. E. (1993). A theory of performance. In N. Schmitt & W. C. Borman (Eds.), Personnel selection in organizations (pp. 35-70). San Francisco: Jossey Bass.
5. Christiansen, N. D., Goffin, R. D., Johnston, N. G., & Rothstein, M. G. (1994). Correcting the 16PF for faking: Effects on criterion-related validity and individual hiring decisions. Personnel Psychology, 47, 847-860.
6. Cunningham, M. R., Wong, D. T., & Barbee, A. P. (1994). Self-presentation dynamics on overt integrity tests: Experimental studies of the Reid Report. Journal of Applied Psychology, 79, 643-658.
7. Douglas, E. F., McDaniel, M. A., & Snell, A. F. (1996, August). The validity of non-cognitive measures decays when applicants fake. Paper presented at the annual meeting of the Academy of Management, Cincinnati, OH.
8. Ellingson, J. E., Sackett, P. R., & Hough, L. M. (1999). Social desirability corrections in personality measurement: Issues of applicant comparison and construct validity. Journal of Applied Psychology, 84, 155-166.
9. Ellingson, J. E., Smith, D. B., & Sackett, P. R. (2001). Investigating the influence of social desirability on personality factor structure. Journal of Applied Psychology, 86, 122-133.
10. Epstein, S., & O'Brien, E. J. (1985). The person-situation debate in historical and current context. Psychological Bulletin, 98, 513-537.
11. Frintrup, A. (1999). Development and testing of the US-American version of the Hohenheim Test of Achievement Motivation (HLMT). Unpublished master's thesis, University of Hohenheim, Stuttgart, Germany.
12. Griffith, R. L., Chmielowski, T. S., Snell, A. F., Frei, R. L., & McDaniel, M. A. (2000, April). Does faking matter? An examination of rank order changes in applicant data. Paper presented at the annual meeting of the Society for Industrial and Organizational Psychology, New Orleans, LA.
13. Helmes, E., & Holden, R. R. (1986). Response styles and faking on the Basic Personality Inventory. Journal of Consulting and Clinical Psychology, 54, 853-859.
14. Hogan, R., Hogan, J., & Roberts, B. W. (1996). Personality measurement and employment decisions: Questions and answers. American Psychologist, 51, 469-477.
15. Hogan, R., & Nicholson, R. A. (1988). The meaning of personality test scores. American Psychologist, 43, 621-626.
16. Holden, R. R., & Jackson, D. N. (1981). Subtlety, information, and faking effects in personality assessment. Journal of Clinical Psychology, 37, 379-386.
17. Hough, L. M., Eaton, N. K., Dunnette, M. D., Kamp, J. D., & McCloy, R. A. (1990). Criterion-related validities of personality constructs and the effect of response distortion on those validities [Monograph]. Journal of Applied Psychology, 75, 581-595.
18. Hough, L. M., & Oswald, F. L. (2000). Personnel selection: Looking toward the future - Remembering the past. Annual Review of Psychology, 51, 631-664.
19. Hurd, J. M., Barrett, G. V., Miguel, R. F., Tan, J. A., & Lueke, S. B. (2001, April). When do response distortion scales reflect faking? A meta-analysis. Paper presented at the annual meeting of the Society for Industrial and Organizational Psychology, San Diego, CA.
20. Luther, N. J., & Thornton. G. C., III (1999). Does faking on employment tests matter? Employment Testing Law and Policy Reporter, 8, 129-136.
21. McFarland, L. A., & Ryan, A. M. (2000). Variance in faking across noncognitive measures. Journal of Applied Psychology, 85, 812-821.
22. McFarland, L. A., & Ryan, A. M. (2001, April). Toward an integrated model of applicant faking behavior. Paper presented at the annual meeting of the Society for Industrial and Organizational Psychology, San Diego, CA.
23. Nguyen, N. T., & McDaniel, M. A. (2000, April). Faking and forced-choice scales in applicant screening: A meta-analysis. Paper presented at the annual meeting of the Society for Industrial and Organizational Psychology, New Orleans, LA.
24. O'Grady, K. E. (1988). The Marlowe-Crowne and Edwards Social Desirability Scales: A psychometric perspective. Multivariate Behavioral Research, 23, 87-101.
25. Ones, D. S., Viswesvaran, C., & Reiss, A. D. (1996). Role of social desirability in personality testing for personnel selection: The red herring. Journal of Applied Psychology, 81, 660-679.
26. Ones, D. S., Viswesvaran, C., & Schmitt, F. L. (1993). Comprehensive meta-analysis of integrity test validities: Findings and implications for personnel selection and theories of job performance [Monograph]. Journal of Applied Psychology, 78, 679-703.
27. Pannone, R. D. (1984). Predicting test performance: A content valid approach to screening applicants. Personnel Psychology, 37, 507-514.
28. Paulhus, D. L. (1991). Measurement and control of response bias. In J. P. Robinson, P. R. Shaver, & L. S. Wrightsman (Eds.), Measures of personality and social psychology attitudes (pp. 17-59). San Diego, CA: Academic Press.
29. Rossé, J. G., Stecher, M. D., Miller, J. L., & Levin, R. A. (1998). The impact of response distortion of preemployment personality testing and hiring decisions. Journal of Applied Psychology, 83, 634-644.
30. Schuler, H. (1998). Berufsbezogen Leistungsmotivation [Occupational achievement motivation]. In L. von Rosenstiel & H. Schuler (Eds.), Person - Arbeit - Gesellschaft. Festschrift für Hermann Brandstätter [Person - Work - Society. Celebration Publication for Hermann Brandstätter] (pp. 23-45). Augsburg, Germany: Wißner.
31. Schuler, H., & Prochaska, M. (2000). Leistungsmotivationstest. [Achievement Motivation Test]. Goettingen, Germany: Hogrefe.
32. Schuler, H., Thornton, G. C., III, Frintrup, A., & Mueller-Hanson, R. (in press). Achievement Motivation Inventory Test Manual. Goettingen, Germany: Hogrefe.
33. Snell, A. F, Sydell, E.J., & Lueke, S.B. (1999). Towards a theory of applicant faking: Integrating studies of deception. Human Resource Management Review, 9, 219-242.
34. Tett, R.P., Jackson, D.N., & Rothstein, M. (1991). Personality measures as predictors of job performance: A meta-analytic review. Personnel Psychology, 44, 703-742.
35. Topping, G.D., & O'Gorman, J.G. (1997). Effects of faking set on validity of the NEO-FFI. Personality and Individual Differences, 23, 117-124.
36. Weiner,J.A., & Gibson,W.M. (2000, April). Practical effects of faking on job applicant attitude test scores. Paper presented at the annual meeting of the Society for Industrial and Organizational Psychology, New Orleans, LA.
37. Worthington, D. L., & Schlottmann, R. S. (1986). The predictive validity of subtle and obvious empirically derived psychology test items under faking conditions. Journal of Personality Assessment, 50, 171-181.
38. Zerbe, W. J., & Paulhus, D. L. (1987). Socially desirable responding in organizational behavior: A reconception. Academy of Management Review, 12, 250-264.
39. Zickar, M. J., Rossé, J. G., Levin, R. A., & Hulin, C. L. (1996, April). Modeling the effects of faking on personality tests. Paper presented at the 11th annual meeting of the Society for Industrial and Organizational Psychology, San Diego, CA.